There is no one like you
The people who work at Fingerprints are from different parts of the world and have varying backgrounds and competencies. With a passion for innovative technical solutions, we create products for secure and smooth
identification and authentication.
THE NEW NORMAL
Just like in 2020, 2021 was also characterized by remote working for many of our coworkers. At the same time, we were able to keep our offices open throughout the year for those who had a need to be in the office to perform their work. Fingerprints was already well equipped for reliable digital communication and, during the pandemic, our IT Department continued to secure access to user-friendly tools for efficient remote working. The past two years have shown that digital meetings and cooperation at a distance work well in most situations, but the physical meeting is hard to beat in terms of supporting innovation and ensuring a dynamic corporate culture. Accordingly, during the autumn, we initiated a gradual return to the office as the primary workplace for our coworkers. At the same time, our model encompasses a great deal of flexibility.
During the year, we continued to focus on promoting communication and interaction, not least by increasing the frequency of our digital staff meetings. Efficient cooperation between different teams is an important success factor and, accordingly, this area was assigned a separate category in 2021 in our regular so-called pulse surveys of coworkers. These surveys are implemented every week in the form of short questionnaires with the aim of continuously measuring employee commitment.
OUR CORE VALUES
Fingerprints’ core values – Smart, Brave, Open, United – define who we are as a company. We are convinced that these values are critical for continued success, and they therefore, formed the foundation for a global management program implemented in 2021. Within the framework of this program, a number of global leadership forums are arranged to support our managers in their leadership and management. We also implemented a number of manager training programs to help develop the next generation of leaders. During the year, a number of colleagues were also acknowledged within the framework of the Fingerprints Value Awards initiative, whose purpose was to celebrate our core values, provide inspiration, and motivate by highlighting coworkers who especially give expression to our core values in their daily work.
AN ORGANIZATION IN CHANGE
To prepare the company for the next growth phase, a number of organizational changes were implemented in 2021 to streamline the structure and achieve a higher degree of decentralization. Since January 1, 2022, our Payments & Access operations are conducted by the subsidiary Fingerprint Cards Switzerland AG, based in Zug, Switzerland. Our Mobile operations are being managed by the subsidiary Fingerprint Technology Company (FPC) in Shanghai, China. During the year, we worked to adapt the organization in a decentralized direction. Responsibility for research and development, customer support, product management and sales for the various operations rests with the two new separate companies, while central Group staff functions continue to comprise finance, HR, IT, indirect procurement, risk management and strategy.
Key goals of the organizational changes have been to increase flexibility, agility and cost effectiveness, and to have a clearer focus on the two separate business areas. During the year, we continued to strengthen our organization in Asia in order to drive customer-centric innovation.
A SUSTAINABLE ORGANIZATION
At Fingerprints, we attach considerable importance to monitoring the wellbeing of our coworkers and we work actively to create the best possible conditions for wellbeing and involvement. In addition to regular coworker dialogues between the immediate manager and coworker, we arrange weekly pulse meetings involving the entire workforce, with the focus on commitment. The coworkers are asked to give feedback on how they regard the current status in the categories of Leadership, Job Satisfaction, Meaningfulness, Autonomy, Work Situation, Participation, Personal Development, Team Spirit, Loyalty and Cooperation. The data that is collected is analyzed every week, enabling the company to identify trends and act quickly. Pulse measurements are managed via an app and the results are visible to all coworkers. The tool includes a feature for giving each other positive feedback, which is part of efforts to continue to build an open and engaging culture. The results and active measures are discussed and presented in the various teams. At company level, we have made it a good habit to regularly review results and take the temperature at our global coworker meetings. Management also takes the temperature using the company-wide balanced scorecard. Viewed as a whole, Fingerprints’ temperature outperformed the benchmark in all categories in 2021 and was better than the preceding year.
We are continuing to work to increase the proportion of women in the organization, both among our coworkers and at the managerial level. During the year, a network for women was launched with the aim of helping to create contacts and encourage learning and the sharing of experiences. We support an environment and a culture in which our employees learn from each other and contact their colleagues for advice, support and to share knowledge. With our core values as the point of departure, we encourage our coworkers to learn at work by daring to test new things, accepting new challenges, reserving time for reflection and sharing their experiences of successes and setbacks.
We routinely monitor the coworkers’ perceived workload and stress. The issue of stress was highlighted during a global coworker meeting in 2021, and we also use our intranet to increase openness and stimulate discussions about how to prevent stress and burnout.